{"id":9819,"date":"2019-05-23T00:00:00","date_gmt":"2019-05-23T00:00:00","guid":{"rendered":"https:\/\/abeille-preprod.eliott-markus.cloud\/egalite-homme-femme-sanction\/"},"modified":"2019-05-23T00:00:00","modified_gmt":"2019-05-23T00:00:00","slug":"egalite-homme-femme-sanction","status":"publish","type":"post","link":"https:\/\/abeille.law\/en\/egalite-homme-femme-sanction\/","title":{"rendered":"\u00c9galit\u00e9 femmes-hommes : des sanctions pr\u00eates \u00e0 tomber\u2026"},"content":{"rendered":"<p>L\u2019entreprise qui ne met pas en place les mesures destin\u00e9es \u00e0 r\u00e9duire les \u00e9carts de salaire entre les femmes et les hommes risque une\u00a0<strong>sanction financi\u00e8re<\/strong>\u00a0pouvant atteindre\u00a01\u00a0% de sa masse salariale.<\/p>\n<p>Les entreprises d\u2019au moins\u00a050\u00a0salari\u00e9s doivent publier, chaque ann\u00e9e, au plus tard le 1er mars, leur r\u00e9sultat en termes d\u2019<strong>\u00e9carts de r\u00e9mun\u00e9ration entre les femmes et les hommes<\/strong>.<\/p>\n<p>Une obligation qui doit \u00eatre remplie, pour la premi\u00e8re fois, au plus tard le\u00a01<sup>er<\/sup>\u00a0septembre\u00a02019 pour les entreprises de plus de\u00a0250 et de moins de\u00a01\u00a0000\u00a0salari\u00e9s et le\u00a01<sup>er<\/sup>\u00a0mars 2020 pour celles qui en comptent de\u00a050\u00a0\u00e0\u00a0250.<\/p>\n<h2 class=\"title\">Un r\u00e9sultat \u00e0 publier<\/h2>\n<p>Pour aboutir \u00e0 ce r\u00e9sultat, l\u2019entreprise doit prendre en compte diff\u00e9rents indicateurs portant notamment sur l\u2019\u00e9cart de r\u00e9mun\u00e9ration entre les femmes et les hommes, l\u2019\u00e9cart de <strong>taux d\u2019augmentations individuelles de salaire<\/strong>, le pourcentage de salari\u00e9es ayant b\u00e9n\u00e9fici\u00e9 d\u2019une augmentation dans l\u2019ann\u00e9e de leur retour de cong\u00e9 de maternit\u00e9, etc.<\/p>\n<p>Le calcul de chaque indicateur, selon une m\u00e9thode d\u00e9finie par d\u00e9cret, aboutit \u00e0 un nombre de points dont l\u2019addition donne le niveau de r\u00e9sultat de l\u2019entreprise.<\/p>\n<section>\n<ul>\n<li>Exemple :\u00a0si l\u2019\u00e9cart de r\u00e9mun\u00e9ration entre les femmes et les hommes est compris entre\u00a09\u00a0et\u00a010\u00a0%, l\u2019entreprise se voit attribuer\u00a027\u00a0points. Celui compris entre\u00a06\u00a0% et\u00a07\u00a0% donne 33\u00a0points.<\/li>\n<\/ul>\n<\/section>\n<p>C\u2019est ce niveau de r\u00e9sultat qui doit \u00eatre publi\u00e9 tous les ans sur le site internet de l\u2019entreprise ou, \u00e0 d\u00e9faut de site, \u00eatre port\u00e9 \u00e0 la connaissance des salari\u00e9s par tout moyen. Les indicateurs et le niveau de r\u00e9sultat devant aussi \u00eatre mis \u00e0 la disposition du comit\u00e9 social et \u00e9conomique.<\/p>\n<section>\n<ul>\n<li>En compl\u00e9ment :\u00a0la base de donn\u00e9es \u00e9conomiques et sociales doit \u00e0 pr\u00e9sent int\u00e9grer les indicateurs relatifs aux \u00e9carts de r\u00e9mun\u00e9ration entre les femmes et les hommes et aux actions mises en \u0153uvre pour les supprimer.<\/li>\n<\/ul>\n<\/section>\n<h2 class=\"title\">Une sanction \u00e9lev\u00e9e<\/h2>\n<p>L\u2019entreprise d\u2019au moins\u00a050\u00a0salari\u00e9s qui n\u2019est pas couverte par un accord ou un plan d\u2019action relatif \u00e0 l\u2019<a title=\"Legifrance | D\u00e9cret sur l'\u00e9galit\u00e9 professionnelle homme\/femme\" href=\"https:\/\/www.legifrance.gouv.fr\/affichTexte.do?cidTexte=JORFTEXT000038429320&#038;categorieLien=id\" target=\"_blank\" rel=\"noopener\"><strong>\u00e9galit\u00e9 professionnelle<\/strong> entre les femmes et les hommes<\/a> encourt une sanction dont le montant peut atteindre\u00a01\u00a0% de sa masse salariale.<\/p>\n<p>Cette m\u00eame p\u00e9nalit\u00e9 s\u2019applique d\u00e9sormais \u00e0 l\u2019entreprise qui ne publie pas son r\u00e9sultat sur les \u00e9carts de r\u00e9mun\u00e9ration entre les femmes et les hommes ainsi qu\u2019\u00e0 celle qui ne met pas en place des mesures \u00ab\u00a0<em>ad\u00e9quates et pertinentes de correction<\/em><strong>\u00a0<\/strong>\u00bb alors que son r\u00e9sultat est inf\u00e9rieur \u00e0\u00a075\u00a0points sur\u00a0100.<\/p>\n<p>Il revient \u00e0 l\u2019<strong>inspection du travail<\/strong> qui constate la d\u00e9faillance de l\u2019employeur de le mettre en demeure de rem\u00e9dier \u00e0 la situation dans un d\u00e9lai qui ne peut \u00eatre inf\u00e9rieur \u00e0 un mois. L\u2019employeur doit alors lui transmettre les \u00e9l\u00e9ments prouvant qu\u2019il respecte ces obligations (accord ou plan d\u2019action, preuve de la publication des indicateurs\u2026) ou bien justifier des motifs de sa d\u00e9faillance. Pass\u00e9 le d\u00e9lai accord\u00e9 \u00e0 l\u2019employeur, le directeur r\u00e9gional des entreprises, de la concurrence, de la consommation, du travail et de l\u2019emploi (Directe) d\u00e9cide s\u2019il applique la p\u00e9nalit\u00e9 et, le cas \u00e9ch\u00e9ant, en fixe le montant en prenant en compte notamment les motifs de d\u00e9faillance de l\u2019employeur et sa bonne foi.<\/p>\n<blockquote><p>Pour plus d&#8217;informations, n&#8217;h\u00e9sitez pas \u00e0 <a title=\"Contactez-nous\" href=\"fr\/contact\">contacter le cabinet Abeille &#038; Associ\u00e9s<\/a>.<\/p><\/blockquote>\n<footer>Article publi\u00e9 le\u00a0<time>23 mai 2019<\/time>\u00a0&#8211;\u00a0\u00a9\u00a0\u00a0Les Echos Publishing\u00a0&#8211;\u00a02019<\/footer>\n","protected":false},"excerpt":{"rendered":"<p>L\u2019entreprise qui ne met pas en place les mesures destin\u00e9es \u00e0 r\u00e9duire les \u00e9carts de salaire entre les femmes et les hommes risque une\u00a0sanction financi\u00e8re\u00a0pouvant atteindre\u00a01\u00a0% de sa masse salariale. Les entreprises d\u2019au moins\u00a050\u00a0salari\u00e9s doivent publier, chaque ann\u00e9e, au plus tard le 1er mars, leur r\u00e9sultat en termes d\u2019\u00e9carts de r\u00e9mun\u00e9ration entre les femmes et [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[190],"tags":[],"class_list":["post-9819","post","type-post","status-publish","format-standard","hentry","category-juridiques"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.1.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>\u00c9galit\u00e9 femmes-hommes : des sanctions pr\u00eates \u00e0 tomber\u2026 | Abeille Avocats<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/abeille.law\/egalite-homme-femme-sanction\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"\u00c9galit\u00e9 femmes-hommes : des sanctions pr\u00eates \u00e0 tomber\u2026 | Abeille Avocats\" \/>\n<meta property=\"og:description\" content=\"L\u2019entreprise qui ne met pas en place les mesures destin\u00e9es \u00e0 r\u00e9duire les \u00e9carts de salaire entre les femmes et les hommes risque une\u00a0sanction financi\u00e8re\u00a0pouvant atteindre\u00a01\u00a0% de sa masse salariale. 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